When you are the owner of a small business, there is no shortage of items that need your attention. Prioritization becomes your byword and while most issues are dealt with appropriately, there are still some important issues requiring your care that get little or no attention.
The problem is mainly one of time. As the business owner you must constantly “change hats” as it were, to deal with a myriad of decidedly different problems. It is an understatement to call this process inefficient. Of course, experienced managers will try to delegate some of their responsibilities but there are so many variables in the process that, inevitably, questions arise requiring your input.
Switching to Fewer Hats
A possible scenario involves the development of a detailed set of policies and procedures. With this tool, subordinate managers can confidently deal with most problems without any input from you. In an ideal world, your managers would follow these procedures and you would be free to concentrate on other, more important aspects of your business.
In case you hadn’t noticed, the business world is far from ideal in general and, specifically, the HR aspects are particularly problematic. For this reason, the mere development of a set of policies is not enough. A monitoring system must also be developed.
In particular, an owner or executive must ensure that the process is accurately followed and properly documented. The above solution treats the symptoms but does not address the underlying problem. In fact, it does not reduce your responsibilities but, to the contrary, increases them.
Solving the Problem (and Actually Losing Some Hats)
Fortunately, technology offers an excellent solution to the problem in the form of a Human Resources Information System (HRIS). An HRIS is a software solution that can consolidate your HR processes, monitor their implementation and ensure complete compliance by you subordinate managers. In essence, it can, in many respects, replace you as the de facto HR manager.
An HRIS works by providing a framework for many of the traditional HR functions. For example, it can guide the hiring and orientation processes, track training and even help during counseling sessions and terminations. Instead of you, your staff can now turn to the guidelines detailed in the HRIS. In addition, the software can be programmed to ensure that all the necessary paperwork is completed and filed before an applicant is hired, a trainee is allowed on the sales floor or a poorly performing employee is terminated. It is then a simple matter for the business owner or executive to review the completed documentation. Time, energy and aggravation are saved.
Why Not Wear Your Favorite Hat?
The vast majority of entrepreneurs started a company because they had a passion for an idea. Developing and promoting that idea was the hat they wanted to wear. As most small businesses owners soon discover, they do not have the time nor the capital to hire full-fledged staffs to cover every department. Still, as a business grows, revenue and profit allow the owner to relegate some of his less desirable duties to others.
A piece of software will never completely eliminate the need for dealing with people and human resource issues in a personal manner. And who would want that result, anyway? Nevertheless, in many instances an HRIS is the ideal solution for the more tedious and time-consuming aspects of HR. They are easily implemented, intuitive to use and completely customizable to your business and its needs. Why not investigate their possibilities and then you can concentrate on the real hat you want to wear; the one you wear while you are leading and growing your business.
